1. Annual Staff Review Information Session

2. ∂ Why have an Annual Staff Review Scheme? Opportunity to recognise staff for their hard work Opportunity to help staff to develop to their full potential and develop their careers (if they want to) Discuss the role staff play in the continued success of the University Opportunity to agree priorities and objectives The Framework Agreement – Exceptional Contribution Payments

3. ∂ How did we go about this? Working Group established in September 2005 Extensive consultation exercise Consulted with campus Trade Unions ASR Scheme approved by UEC August 2006

4. ∂ Scope of the Scheme Replaces all existing schemes The same scheme applies to all full-time, part-time and fixed term staff The ASR meeting will cover: –What has gone well –What could have gone better –Any training you might need –What your priorities for the coming year will be The ASR is NOT about pay, but from 2007/8 evidence that comes from the review meeting will support recommendations for contribution payments

5. ∂ 2006/7 – Pilot Year To make sure the ASR works well Opportunity to review and revise if necessary No recommendations for “exceptional contribution payments” in pilot year

6. Heads of Department nominate a pool of appropriate Reviewers Divisional Heads and HoDs ensure staff are aware of departmental strategy Reviews take place for all staff Heads of Departments receive copies of all forms Review of outcomes at departmental level Consideration of training and development needs at departmental level Recommendations for exceptional contribution payments made to Divisional Head/Dean (where appropriate) From 2007/8 onwards Divisional Heads provide moderated outcomes to H.R. Divisional Heads issue letters to individuals confirming contribution payments How will it work After pilot year

7. ∂ Outputs of the ASR All staff –feedback on their achievements/hard work –a development plan (if necessary) –agreed priorities/objectives for the coming year For a small number of staff –evidence to help support recommendations for Exceptional Contribution Payments (from 2007/08)

8. ∂ Links to other HR processes Promotion Academic staff – the ASR does not replace or change existing processes – timing for submission of cases has been deferred to fit in with the ASR – new schedule will be issued at the start of term All other staff – all cases for re-grading must be considered by the Grading Review Panels – the ASR may provide evidence to support a submission by the HoD or individual

9. ∂ Links to other HR processes What if things have not gone as well as expected? –the ASR should not be the first time you hear about anything that has not gone well –it may highlight or reinforce that staff need extra support

10. ∂ Timetable Pilot year 2006/07 Sept – Launch of scheme Oct/Feb – training takes place Oct/Feb – review meetings Feb onwards – Review of scheme 2007/08 onwards Aug/Dec – review meetings Jan/Feb – recommendations for exceptional contribution payments to Dean March – summary of recommendations to JCNC April/May – Letters to individuals Aug – payments made

11. ∂ Roles and Responsibilities Head of Department (or nominee) –Selling the ASR to staff –Making it happen –Matching Reviewers with Reviewees –Ensuring all staff are briefed on departmental objectives and priorities –Reviewing the outcomes –Summarising departmental training needs

12. ∂ Roles and Responsibilities Reviewers –Attending necessary training –Making arrangements for review meetings –Considering the Reviewee’s self review form –Conducting an open, supportive and constructive meeting –Completing the forms –Forwarding forms to Head of Department –Ensuring any action points are followed up

13. ∂ Roles and Responsibilities Reviewees –Preparing for the meeting using the “self report form” –Think about what has gone well, what could have gone better and what you would like to do in the future –Being open and honest –Taking any follow up action as agreed

14. ∂ The paperwork Section A –Self review and forward planning Section B –Agreed objectives/priorities Section C –Development Plan Section D –Summary

15. ∂ Confidentiality of forms Copies kept by Reviewer and Reviewee Heads of Department provided with a copy of all forms from their department Divisional Heads/Deans to receive a copy of the forms of those nominated for “exceptional contribution payment” (from 2007/8)

16. ∂ Confidential remarks If Reviewee wishes to raise a confidential issue during the meeting this can be done verbally or Reviewee can provide a supplementary document that remains confidential between Reviewee and Reviewer

17. ∂ Training ASR web site –Information on the scheme –Sample forms –Example objectives –Useful questions Training for Reviewers and Reviewees –Face to face workshops –E-learning package

18. ∂ Further help and guidance Contact your H.R. representative